Our Workforce Goal
We define clear roles and expectations to attract and retain top talent, while providing a well-resourced operational environment that supports wellbeing, productivity and efficiency.
Family Community Dinners are our pilot programs currently operating in Cygnet, Geeveston and New Norfolk.
We are looking for volunteers for Community Champions and Activity Leaders for all areas.
Download the Community Champion Role Description
Download the Activity Leader Role Description
Express your Interest
Recruitment Campaign Open Now!
Family Support Workers (Voluntary)
Would you like to be part of the solution for families facing challenges?
Whether you’re a great listener, have a knack for problem-solving, or simply enjoy helping others, we have a role for you. We’ll provide the training and support you need to succeed, and you’ll be part of a team that wants to make a real impact.
Board Members – Board of Directors (Voluntary)
The purpose of a Board Member role with Early Support for Parents (ESP) Inc is to be a key contributor in shaping strategic direction, ensuring financial oversight, maintaining compliance, and supporting risk management.
Program Manager (New Position – Employee)
The purpose of the Program Manager is to coordinate Early Support for Parents programs and services and manage the organisation’s volunteers in collaboration with the ESP Management Committee
Recruitment at Early Support for Parents
Recruitment Philosophy
Our recruitment process is open and collaborative. We provide clear communication about decision-making processes and invite candidates to engage with us in meaningful dialogue, ensuring mutual understanding and alignment with our organisational goals.
Mission-driven Recruitment
Our recruitment process is guided by our mission to empower families and strengthen communities. We seek individuals who are passionate about making a meaningful impact and who resonate with our purpose of providing compassionate support to parents and families.
Commitment to Child Safety
We prioritise recruiting individuals who demonstrate a strong commitment or child safety. All candidates must embody our dedication to maintaining and updating their knowledge of Child Safe Standards, ensuring a safe environment for the children in our care.
Inclusive and Diverse Workforce
We believe in the power of diversity and inclusivity. Our recruitment efforts focus on attracting candidates from varied backgrounds, ensuring a rich tapestry of experiences and perspectives that contribute to innovative solutions and enhanced support for our beneficiaries.
Values-driven Leadership
We seek leaders who engage with the heart of our mission, fostering an environment of respect, dignity, and collaboration. Our leaders are expected to promote ethical behaviour and integrity, serving as role models within our organisation and the broader community.
Recruitment Timeline
Planning Phase
- Define recruitment needs: Identify positions to be filled and the necessary qualifications.
- Develop job descriptions: Outline roles, responsibilities, and requirements for each position.
- Set budget: Determine budget for recruitment expenses, including advertising and interview costs.
Advertising Phase
- Create recruitment materials: Design job postings and promotional materials.
- Post job openings: Advertise on nonprofit job boards, social media, and community bulletins.
- Reach out to networks: Inform local universities, volunteer centres, and community organisations about openings.
Application Phase
- Set up application process: create an online application form or email submission process.
- Collect applications: monitor incoming applications and organise them for review.
Screening Phase
- Review applications: assess candidates based on qualifications and experience.
- Shortlist candidates: select a group of applications for interviews.
Interview Phase
- Schedule interviews: Contact shortlisted candidates to arrange interview times.
- Conduct interviews: Hold interviews with candidates, involving relevant team members as needed.
- Evaluate candidates: Discuss and score candidates based on interview performance.
Selection Phase
- Make hiring decisions: Choose the best candidates for the positions.
- Notify candidates: Inform selected candidates and provide feedback to those not selected.
Onboarding Phase
- Prepare onboarding materials: Create orientation schedules, handbooks, and necessary forms.
- Set up training: Organise initial training sessions and introduce new hires to team members.
- Welcome new hires: Conduct orientation sessions to introduce organisational culture and mission.
- Start training: Begin role-specific training and provide resources for development.
Evaluation Phase
- Monitor new hires: Check in regularly to assess their integration and performance.
- Gather feedback: Solicit feedback from new employees about the recruitment and onboarding process for future improvements.
Next Steps: Applicants
- Review the selection criteria for the position and identify how your experience aligns with each requirement.
- Prepare a tailored resume and cover letter that highlights your relevant skills and experiences.
- Address the selection criteria in a clear and concise manner, providing specific examples for each point.
- Submit your application materials via the specified channel, ensuring all documents are formatted correctly.
- Follow up with a member of the recruitment team to confirm receipt of your application and inquire about the next steps in the process.
Next Steps: ESP Workforce Committee
- Acknowledge receipt of the applicant’s materials and provide an estimated timeline for the review process.
- Review the submitted applications against the selection criteria and shortlist candidates for interviews.
- Schedule interviews with shortlisted candidates, coordinating with all interview panel members to ensure availability.
- Communicate clearly with applicants about the interview details, including format, durations, and any preparation required.
- Collect feedback from interviewers after each interview to inform the decision-making process.